UHRM determines the exemption status of each position on campus, based on the Department of Labor guidance. All job codes are determined to be Exempt or Non-Exempt based on the duties and responsibilities. The job code table will indicate whether a position is Exempt or Non-Exempt.

If you are in a job code exempt from FLSA overtime rule and earn at least $1,127 per week ($58,656 per year) across all your exempt job records, you will be Exempt Salaried and are not entitled to overtime under FLSA. Otherwise, your position will be Exempt Paid Hourly.

All employees impacted by the new threshold will be contacted by UHRM. If you have not been contacted by 12/20/2024 and believe that your pay frequency will be changing, please contact HR as soon as possible.

Exempt employees who earn less than $1,127 per week ($58,656 per year) will be required to record hours worked. Over-time eligible employees will be eligible for overtime pay, which is paid at 1.5 times the hourly rate for all hours worked over 40 hours per workweek.

Details about tracking time in Kronos will be sent to all impacted employees in December 2024.

NOTE: Employees should obtain approval from their supervisors prior to working overtime (more than 40 hours in a workweek). 

Employees who work multiple positions exempt from FLSA overtime on campus will remain salaried as long as the total compensation of all exempt records is greater than or equal to $1,127 per week ($58,656 per year), regardless of FTE.

Yes, the new salary threshold does not apply to some position types on campus, including:

• Teaching
• Educational Positions
• Traineeships
• Combined, Appointed positions (Dean, Chair, etc)
• Non-University
• Employees Unpaid Employees

These positions will remain salaried even if they are below $1,127 per week ($58,656 per year).